Module 5: Workforce Development Flashcards
The steps to developing an effective talent strategy, and exploring the characteristics of leadership.
What are the learning objectives for Module 5: Workforce Development?
What are the learning objectives for Module 5: Workforce Development?
- Identify key leadership strengths
- Define emotional intelligence
- Describe essential leadership behavior
- Identify the components of organization culture
- Evaluate an organization’s culture and talent management systems
Which strengths must all business leaders demonstrate?
Which strengths must all business leaders demonstrate?
- bias for action
- strategic focus
- creative thinking
- business acumen
- courageous decision making (braveheart)
Bias for Action
Bias for Action
the need to take wise and appropriate actions in a timely fashion that will move the comapny forward in fulfillment of their business objectives
Strategic Focus
Strategic Focus
remaining focused on the company’s key business objectives, and aligning all decisions with the strategies set forth by executive leadership
Creative Thinking
Creative Thinking
Ability to find solutions to complex problems. Involves brainstorming and collaboration with others; requires out-of-the box thinking
Emotional Intelligence
Emotional Intelligence
being aware that our emotions can drive our behavior and impact people, positively or negatively
List some key characteristics of emotionally intelligent leaders
List some key characteristics of emotionally intelligent leaders
- Emotional fortitude (strength of mind)
- The ability to persuade and influence others
- The self discipline to develop others
- A keen focus on what is most important
- A positive and proactive approach to work and relationships
Which essential leadership behaviors are expected of emotionally intelligent professionals?
Which essential leadership behaviors are expected of emotionally intelligent professionals?
- Self Awareness
- Self Management
- Attunement
- Relationship Building
- Emotional Resilience
Self Awareness
Self Awareness
an understanding of one’s strengths and weaknesses
Self Management
Self Management
an ability to focus, be disciplined, and demonstrate tact and diplomacy during difficult situations
Attunement
Attunement
a sympathetic understanding of the needs of others
Emotional Resilience
Emotional Resilience
the ability to deal effectively with ambiguity or uncertainty during moments of crisis and adversity. Cool under pressure.
An Opt-in Organization is one where workers feel ______ rather than ______ to participate in the development of the ______ of the organization.
Opt-in Organization
empowered, forced, culture
Participation of the development of organizational culture occurs at which three levels?
3 levels of org culture development
Tactical, dynamic and strategic
Tactical organizational culture development
Tactical development
individual contributors initiate ideas for ways of working better in teams to develop a high performing work culture
Dynamic level (organizational culture development)
Dynamic level
individual contributors and managers/supervisors work collaboratively to create action plans that build cross functional teams according to the values, ethics and traditions of the company
Strategic level (organizational culture development)
Strategic level
when collaborative work is presented to executives in the form of reports or action plans. Executives then work with managers on specific Change Management Initiatives that lead to creation of new traditions that help establish a healthy and dynamic culture that becomes a great place to work
Talent thrives in environments where leaders are
Talent thrives when
encouraging, positive and engaging
What is culture?
Culture
The character and personality of an organization. The sum of its values, beliefs, interactions, behaviors and attitudes.
What are the dynamic qualities of an emotionally healthy positive work culture?
What are the dynamic qualities of an emotionally healthy positive work culture?
- Open and honest communication
- Highly interactive relationships
- Respect for others
- Clarification and agreement on rules (ethics) and boundaries
How do “great place to work” companies deal with their top talent?
How do “great place to work” companies deal with their top talent?
- compensate them accordingly
- provide opportunities for training and development
- expose them to special projects/opportunities
- include them in high level meetings
